"I Know Better Than You"

One of the most frustrating things you will face as a manager of people is trying to lead those who think they know better than you do what is going to work and what isn't. This problem can be especially prevalent when working with employees who have been doing their job for a significant period of time; they believe they are "masters" of that job and doubt that you (who don't do the job on a daily basis) can possibly know what is effective and what isn't. Here are some thoughts on removing the "I know better than you" cricket from your employee's shoe (see first blog post).

1.  When you are trying to get employees to do things that are new to them, ask their opinion at the onset If your employee thinks your way isn't going to work, you want to know that early on so that you can deal with it quickly: and also to afford yourself the opportunity to readjust should they right. Remember - no manager is always right and no plan is foolproof. Meet with the employee(s) and together build a pros and cons list of the behavior/procedural change that you want to put into place. Talk it through as professionals. Don't be condescending.

2. The burden of responsibility for motivating your employees in times of change is on you as the manager. You have to be able to "sell" not "tell". What about your way will benefit the employee(s)? Everyone needs to know what's in it for them if you want more than lip service.

3.While you want employees on board, it is vital to remember that ultimately, you as the manager have the final say. Let employees know that they are expected to adopt the change and implement it to the best of their ability. Help them to understand the rewards that will follow a cooperative attitude and the negative consequences that result from an uncooperative one. Let them know that if they undertake the new procedure with a positive attitude and genuine effort, you are poised to accept the responsibility if the change doesn't achieve the desired result.